Every September 18, the United Nations marks International Equal Pay Day, aiming to raise awareness of the importance of ensuring equal pay for work of equal value (UN). Globally, women earn 23% less than men, according to UN and ILO data (Cemudis).
In Spain, progress has been notable but still insufficient: in 2022, the gender pay gap stood at 8.7%, below the 12.7% EU average (El País).
It is important to highlight that pay inequality is not only about gender. It also affects people of different ethnic backgrounds, those with disabilities, and groups discriminated against because of their age or other conditions. Equal pay is therefore a multidimensional challenge requiring a broad and inclusive approach.
In this article, we analyze the international landscape, the most recent national data, and the findings of PROSFY’s Q2 Salary Report, offering insights and practical advice for companies and professionals.
Global overview of pay inequality
Worldwide data and economic perspective
The UN highlights that women earn on average only 77 cents for every euro a man makes.
The ILO estimates that globally, women’s earnings equal 80% of men’s.
International studies suggest that closing the gender gap could increase global GDP by $28 trillion by 2025.
Beyond gender, there are also significant pay gaps related to age (younger and older workers compared to mid-career workers), ethnicity, and disability, underscoring the urgency of inclusive pay policies.
European and Spanish context
Spain has reduced its pay gap from 18.7% in 2012 to 8.7% in 2022.
Regional disparities remain:
Navarra: 18.54% (women earn €5,926 less per year).
Extremadura: €2,533 annual difference.
Within IBEX-35 companies, the average pay gap was 11.6% in 2023, with extreme cases such as Merlin (64%) or Banco Santander (27.8%).
In the public sector, the Spanish Government has approved the first mandatory pay audit under its IV Equality Plan.
Best practices and practical advice
For companies
Mandatory pay registers and annual reviews, in line with Spanish law.
Transparent salary audits, linked to concrete action plans.
Comprehensive Equality Plans, focusing on promotion and collective bargaining.
Salary transparency in job postings: publishing ranges improves talent attraction and retention (How to implement pay transparency).
Bias training for managers and HR teams, not only on gender but also on age, disability, and cultural diversity.
For professionals
Research market salary ranges with PROSFY data before negotiating (Salary negotiation tactics).
Showcase your measurable contributions in salary reviews.
Engage in equality networks and corporate forums to support cultural change.
Conclusion
International Equal Pay Day reminds us that pay equity remains an ongoing challenge. Although Spain has significantly reduced the gender pay gap, inequalities persist across sectors, regions, and job levels.
Moreover, pay discrimination is not limited to women: it also affects older workers, younger professionals, ethnic minorities, and people with disabilities. Addressing these multiple gaps is essential to building fairer and more inclusive labor markets.
At PROSFY, we promote a data-driven and transparent approach to support change. Equal pay is not only a matter of social justice: it is also a strategy to retain talent, boost competitiveness, and strengthen corporate culture.
